A Case for RPO

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At a time where many companies are looking for ways to reduces costs, the Human Resources department is one area that many company’s upper management look to.  The Human Resource  management team wears a multitude of hats of great importance such as:

  • Employment law
  • Employment benefits
  • Human capital management
  • Employee relations
  • Onboarding
  • Succession planning
  • Management & staff development and training program
  • Search & Recruitment processes

Many Human Resources departments find that the Search & Recruitment processes to be overwhelming due to several factors.  It could be the shire volume of applicants when advertising only to find out that 98% of the applicants do not qualify for the advertised position. So it becomes a volume-driven, task-oriented process. Secondly, many internal recruiters  have a lack of professional training on how to professionally recruit like outside search & recruitment firms and see the whole process as running advertisements and processing the applications. Lastly, many internal recruiters don’t really screen candidates well and rely upon the hiring manager to give a  yes or no. Thus the hiring manager many times is relied upon for all the true initial screening as to whether the candidate meets his/her needs.

Some questions to ask yourself about creating the Case for RPO:

  1. Many companies find that reduction of force is one way to significantly reduce costs. Could your company be open to the concept of outsourcing if it meant reducing the costs of the search, recruitment and hiring process without sacrificing control of the process?
  2. Do you have the right company culture to consider outsourcing and creating a partnership relationship?
  3. Is there enough executive support in order to create such partnership relationships?
  4. Is it your feeling that the Human Resources department could use time more wisely on those critical areas of human capital management that we have already listed as compared to be so involved in a high volume task oriented system such as search & recruitment?
  5. Could you have some concern that one of the most critical areas in dealing with the future of your company is currently in the hands of inexperienced internal sourcers that do not have the industry or life experience yet to do the proper search, screening and recruiting of your future human capital?

If you answered affirmative to any of these questions, then consider this:

  1. You will want to take the time to learn more about your staff turnover statistics and determine a prior cost-per-hire as a basis of comparison to what Manning Search Group will be proposing as a cost of service for you.
  2. We will need to meet with your management team to determine exactly what you expect in our partnership. Manning Search Group wants to learn about your management team’s needs as well as learn how to exude your culture for a seamless brand enhancement. Setting up a RPO will take 30 to 60 days.
  3. Consider that our fee for service will be on a flat fee for each hire basis.  The pricing will be volume-driven only through an exclusive RPO contractual basis and could go as low at $3,500 per new hire. Such low fees cannot be obtained through contingency or retained search firms and will most likely be lower than your current cost-of-hire.

If you have heard enough and want to explore the Manning RPO more fully, please fill out the form below and let us know of your contact information and time availability.  We will be back in touch with you promptly.

If you wish to read more, CLICK HERE for a redirection to another RPO page.

Employer Inquiry - RPO

If you want to hear more about our Recruitment Process Outsourcing (RPO) services, please fill out this form and someone will be in touch with you. Thanks!
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